Welcome to our CEO, Tom Reeves, as he shares the 1st of 4 blogs with ideas to consider. Add your reactions to the post below and use the the contact button above so we can continue the discussion!

Early in my career, whenever I saw an opportunity for improvement, I would immediately try and implement a change.   Unfortunately, most of those efforts ran into tremendous resistance.   That is because I was violating Kurt Lewin’s Change Management Model.   Kurt Lewin was a German-American psychologist and is recognized as one of the pioneers of applied psychology and organizational development and change.  While Lewin conducted his research and work in the first half of the 20th Century, his impact is felt nearly a century later.

Lewin’s Change Management Model consists of three parts – Unfreeze à Change à Refreeze.

Lewin observed organizational leaders, seeing the need for change, would begin to immediately implement changes and would face tremendous resistance. In Lewin’s three-step model, he suggests that prior to changing, organizations must “unfreeze” their current state. This unfreezing process creates a dissatisfaction with the current state of the organization.

Source: https://www.mindtools.com/pages/article/newPPM_94.htm

Let’s create a community career path!

Do your workers jump to another company when there is an opportunity for a higher salary and more responsibilities?  Is this drain a challenge for you to fill?  Or is this an opportunity to build a broader talent pipeline that can benefit you as well as others in your community.

In this short video, Let’s create a community career path!, I outline a method to connect organizations using a set of common role profiles with a focus on creating collaboration instead of competition for talent and leveraging the knowledge acquired by the person from each member business to strengthen their own talent pool.  This is based on a common agreement around key technical skills and behavioral competencies.  Build on the strength of the community and create ways to build on each other’s training and work practices to establish common values and accepted levels of defined proficiency.  This allows you to know that when a supervisor has mastered time management and staff scheduling at one place that they don’t have to be re-trained at another.  The key to this, based on the common agreement on role responsibilities, is to develop and use a shared microcredentialing model so everyone knows who can “do” the job in terms of performance capabilities.

Check out the video and see why this could help employers better qualify future employees and reduce recruiting time, employee turnover, and cost of retraining. I would enjoy talking more with you about how we can partner on identifying career paths that can develop your talent pipeline so let’s Zoom or send me an email, let’s keep learning together! Use the contact button above or visit our web site!

Design your time – Engage your team!

that matter even as we all work in this new lifespace. Being remote opens new possibilities to lead from a place of authenticity, accountability, and compassion so use the techniques to make a positive impact.

Remember that every opportunity you have to bring team mates together in a conversation you have an opening where you can align people to purpose and provide them time to collaborate, create solutions, and build a connected community. Design your time, engage your team  and create a compassionate community that works effectively.

If you want to talk about leading remotely and ways to engage with your team, let’s talk! Use the contact button above or visit our web site!